Showing 160 prompts
Map Your Career Equity — What You Have Built So Far
Act as a career audit coach. I want to take stock of all the professional equity I have built so far — the skills, relationships, reputation, credentials, and experiences that are assets I can deploy. Here is my career history: [CAREER_HISTORY]. Produce a Career Equity Audit across 5 asset types: Knowledge Capital, Relationship Capital, Reputation Capital, Credential Capital, and Experience Capital. For each type, list my strongest assets and identify one that I am currently underutilising.
Create a Personalised Reading List for Career Growth
You are a curated learning advisor. I want a personalised reading list to accelerate my growth toward [CAREER_GOAL]. My current knowledge level in the relevant areas is [CURRENT_KNOWLEDGE]. I have time to read approximately [BOOKS_PER_YEAR] books per year. Recommend 8 books across these categories: Mindset and Leadership (2), Industry or Domain Knowledge (2), Skills Development (2), and Strategy and Thinking (2). For each, write a 2-sentence description of why it is specifically relevant to my goal, not just why it is a popular book.
Audit a Resume for Common Weaknesses
You are a brutal but constructive resume reviewer. Here is my current resume: [MY_RESUME]. I am targeting [TARGET_ROLE] at [TARGET_COMPANY_TYPE]. Score my resume across 6 dimensions: Impact (are results quantified?), Relevance (does it match the target role?), Clarity (is it easy to scan in 10 seconds?), ATS Compatibility (will it pass keyword filters?), Length and Formatting, and Credibility (does it back up claims?). Rate each 1–10, list the top 3 problems to fix immediately, and give specific rewrite suggestions.
Extract the Most Important Keywords From a Job Description
You are a recruitment technology specialist. Here is a job description for [JOB_TITLE] at [COMPANY_NAME]: [JD_TEXT]. Extract and categorise all important keywords into 4 groups: Hard Skills (technical tools, software, methodologies), Soft Skills (leadership, communication, etc.), Industry Terms (sector-specific language), and Action Verbs used. Present as a table. Then rank the top 10 keywords I absolutely must include in my resume to pass ATS screening for this role.
Quantify Vague Resume Achievements
Act as a resume impact coach. My resume currently has vague, unmeasurable statements like [VAGUE_STATEMENTS]. I want to add numbers and metrics but I am not sure how to estimate or frame them. For each statement, help me: identify what type of metric would strengthen it (%, $, time saved, volume, scale), suggest realistic estimation methods I could use to arrive at a number, and rewrite it as a quantified bullet. If a metric truly cannot be added, show me how to add scale or scope instead.
Create a Job Search Tracker and Metrics System
Act as a job search productivity coach. I want to run my job search like a sales pipeline so I can track progress, identify bottlenecks, and improve my conversion rate at each stage. Design a job search tracker template for a spreadsheet or Notion with columns for: company, role, source, date applied, application status, interview stage, follow-up date, notes, and outcome. Also define the 5 metrics I should review weekly to diagnose where my funnel is leaking and what to do about each one.
Evaluate Whether a Job Posting Is Worth Applying To
You are a job search efficiency consultant. I want to stop wasting time on applications where I am a poor fit or the opportunity is low quality. Here is a job posting I am considering: [JOB_POSTING]. Here is my profile: [MY_PROFILE]. Score this opportunity across 5 dimensions: Role Fit (do my skills match?), Company Quality (is this a good employer?), Career Alignment (does it move me toward my goal of [CAREER_GOAL]?), Compensation Fit, and Application Success Probability. Give a Go / No-Go recommendation with a 2-sentence rationale.
Build a STAR Story Bank for Your Job Search
You are an interview strategist. I want to build a STAR story bank of 8 versatile stories that I can adapt to any behavioural question. Here is a summary of my key career experiences: [CAREER_EXPERIENCES]. Identify the 8 stories from my background that are the most versatile — covering themes like leadership, conflict, failure, innovation, collaboration, pressure, initiative, and stakeholder management. For each story, write a concise STAR outline and list 3 different behavioural questions it could answer.
Prepare for Competency-Based Interview Questions
You are a competency interview specialist. I am interviewing for [JOB_TITLE] which requires these competencies: [COMPETENCY_LIST]. For each competency, write a strong behavioural question I am likely to be asked, then help me draft a STAR answer using examples from my background: [MY_BACKGROUND]. Flag which competencies I have the weakest evidence for and suggest how to bridge that gap with a partial story or a learning-focused answer.
Compare Two Job Offers Side by Side
You are a career decision consultant. I have received two job offers and need help deciding. Offer A: [OFFER_A_DETAILS]. Offer B: [OFFER_B_DETAILS]. My career goals are [CAREER_GOALS] and my personal priorities are [PERSONAL_PRIORITIES]. Compare both offers across: total compensation, career growth potential, culture and values alignment, work-life balance, learning opportunities, and job security. Present as a scored comparison table and give a final recommendation with a clear, honest rationale.
Build a Target Company Hit List for Your Job Search
Act as a job search targeting strategist. I am looking for a [TARGET_ROLE] in [INDUSTRY] and I want to build a list of 20 target companies that would be a great fit for my background and goals. My criteria are: [COMPANY_CRITERIA] (e.g. size, growth stage, culture type, mission). For each company category I specify, suggest 4–5 companies with a one-line reason why they fit my criteria. Also suggest where to research each company deeply before applying.
Prepare for a Strengths-Based Interview
Act as a strengths-based interview coach. I have an interview at [COMPANY_NAME] that uses a strengths-based format rather than competency-based. In this format they ask questions like 'What energises you?' or 'When do you feel most like yourself at work?' Here is my genuine profile: [STRENGTHS_PROFILE]. Prepare me for the top 8 strengths-based questions I am likely to be asked, explain the difference in how to answer them vs STAR-based questions, and write a sample answer for each that is honest and enthusiastic.